Tag: Unlimited

Unlimited Vacation Policy? What You Should Know

Like an increasing number of employers these days, your workplace may offer a flexible or “unlimited” vacation policy. The idea: You’re free to take as much time off as you choose, as long as you get the job done. It’s a focus on producing great results, rather than just putting in the hours.

At my company, ZenPayroll, we feel that our flexible vacation policy helps build an ownership mentality. We want our employees to think like owners and consider what’s best for both themselves and the company. Letting them figure out their own vacation time shows that we trust and respect them, which in turn strengthens their commitment to the company.

Other businesses are finding similar benefits. Netflix, for instance, lets its salaried employees take as much time off as they want—and nobody, including managers or employees, tracks it. “We should focus on what people get done, not how many hours or days worked,” the company said in a slideshow called “Freedom & Responsibility Culture.”

From an employee perspective, however, figuring out how to use your company’s flexible vacation policy may be challenging. How can you maximize this great perk your company offers without giving your managers or teammates the impression you’re abusing it? Here are some guidelines to help.

Understand the Expectations

While the overarching goal is generally the same—to create a results-driven culture of trust—different companies and managers may approach their flexible vacation policies differently. For example, you may truly be able to take a day off whenever, or you may need to work around others’ schedules or get your time off approved by your boss or HR. Staffing needs and workplace structure can also affect how realistic it is for employees to take off whenever they please.

If your company or manager doesn’t clearly spell out how it expects employees to use the vacation policy, find out. Ask your manager to explain the intent behind the policy and whether there are any rules or guidelines you should know about and follow.

Know What’s Acceptable—and What’s Not

Even if your time off is technically “unlimited,” your manager obviously doesn’t expect you’ll take off 75% of the time. Actually, he or she probably has at least a general range of number of days or weeks in mind that is acceptable for an employee to take off—even if that range hasn’t been openly communicated. Similarly, your company may expect you to take a minimum number of vacation days. At the company HubSpot, for example, employees are expected to take at least two weeks off each year under its “two weeks to infinity” policy.

To get a sense of the norms, ask your boss (or other colleagues) how many days or weeks other employees typically take off. If the theme seems to be “2-3 weeks, plus a day here and there,” stick to that. If you have any doubt about whether you’re using the vacation policy appropriately, pay attention to how your manager and those around you use it. (Of course,

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[Resolved] Unlimited Vacation Club – Cancellation of membership Review 753666


My wife and I vacationed at Cancun, Mexico from April 1st to April 5th, 2015 . At April 4th we attended a presentation at Secret The Vine Resort in Cancun owned by Unlimited Vacation Club. We were told about a lot of benefits of becoming a member of Unlimited Vacation Club. We signed a contract of $21, 900 and paid $6740.74 on the spot. When we returned to the U.S and studied in detail the contract, we found it doesn’t suit us. For example, the contract period is 25 years long, but my wife and I are almost 70 years. Under Mexican Law( the contract was signed in Mexico), these timeshare/vacation club contracts have a mandatory 5 day right to cancel the contract. So on April 7th, 2015 we sent a notice of cancellation to them. We also sent on the same day letters of cancellation to The Secret the Vine Resort in Cancun where we singed the contract and Profeco in Cancun, Mexico. All these letters were priority mail with tracking numbers. But we got no response. Later we called their office in Miami, Florida and asked them to cancel our membership. The asked us to send in the copies of Priority mail and letters of cancellation. On April 13th, we faxed and e-mailed all the materials they requested, and asked them to cancel our membership. Then we emailed them several times to ask about the status. But they just ignored us.

  • Resolution Statement

    Unlimited Vacation Club customer care service did everything in their power to resolve this complaint. All attempts to contact the complaint author have failed. Therefore, this complaint has been annulled and must not be considered where company image and it’s services are concerned.

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    We Offered Unlimited Vacation For One Year. Here’s What We Learned.

    Still, unlimited vacation has its advocates, particularly as an antidote to reports of work-life balance becoming ever more elusive. Other employers worry that adopting an unlimited vacation policy opens the door for workers to abuse it, harming the company’s productivity.

    So which is it? Having recently tried a year with unlimited vacation, we’ve found that it’s neither.

    A Year With Unlimited PTO

    Last summer, our company, Mammoth, decided to give unlimited vacation a shot. We’re a small business, and we liked the idea of a policy that conveyed trust in our employees, supported their lives and families, and reduced red tape. We agreed to try it for one year and then reevaluate.

    The policy became one of our employees’ most valued benefits . . . just behind health insurance and a 401(k).

    Over the course of the year, the policy became one of our employees’ most valued benefits. In a survey we conducted just before we hit the one-year mark, our employees ranked unlimited vacation third-highest among the benefits we offer, just behind health insurance and a 401(k). It beat out vision insurance, dental insurance, and even professional development, all of which ranked highly in their own rights.

    It probably isn’t a shock that people like unlimited time off, but here’s where it gets interesting: Over the course of the year, employees took roughly the same number of vacation days under our unlimited policy as they did the year before, when we accrued paid time off (PTO) in a more traditional system.

    For most of our team, both accrued PTO and unlimited PTO each averaged about three weeks per year, plus 10 paid holidays, making for a total of five paid weeks off. (For the number crunchers, both the average number of days off taken under the unlimited policy was 14 days per employee, with most of our employees taking between 12 and 19 days off.)

    So that raises the question: If unlimited vacation didn’t significantly move the needle, why would our team value it so highly? The answer may be that unlimited vacation is at least as valuable for what it says as for what it does.

    Three Hidden Messages Of Unlimited Vacation

    First, offering unlimited vacation communicates that a company views its staff holistically–acknowledging that employees have demands and interests beyond work that can’t always be scheduled in advance. As long as employees can manage their work, they have the flexibility to regulate their personal lives without having to worry whether those demands match precisely with the one-size-fits-all policy their employer has put in place.

    Second, unlimited vacation policies convey trust, making employees–not their managers or HR directors–responsible for making sure their tasks and projects still get done regardless of the time they take away from the office.

    Third, unlimited vacation treats employees as individuals. Time off is a personal issue. Ask five people how much time off they need, and you’ll get five different answers. Ask the same person one year later, and you’ll still get

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    The Unexpected Challenge of Unlimited Vacation Time

     What job perk could possibly be better than unlimited paid vacation days?

    Just picture the perfect work/life balance, the quality time you’d spend with family and friends (or maybe just a good book on the beach).

    When I first began to catch sight of job openings with this distinctive perk, it seemed nearly too good to be true!

    Now that I’ve been the lucky recipient of such a policy at Buffer, it’s fascinating to see things from the other side, too. At our startup, we’ve found that unlimited vacation time isn’t always as simple as it might seem—at least, not without a few important tweaks.

    As a result, this year we’ve made major changes to our vacation policy–in effect, we now pay each teammate at least $1,000 to take a vacation every year.

    If you’re interested in making sure your team has the time and space away from work that they need to return fresh and full of ideas, here are some tips and methods we’ve uncovered.

    Unlimited vacation: A tech perk going mainstream

    Although less than 1% of employers offer unlimited paid vacation time, that doesn’t always feel like the case in the perk-heavy atmosphere of Silicon Valley startups.

    Netflix, Hubspot and Evernote all tout the policy, which has even crossed over into the mainstream through companies like Virgin America and Best Buy.

    There are definitely some cool pros to the policy, like being trusted by your bosses and having the freedom to do whatever you want with your time through a policy that’s fair and level across the board.

    The problem with unlimited

    But how do these policies do at their goal—actually getting employees to take time off? Turns out, not always so great.

    In one company’s case study, people actually ended up taking far less time off. Both the Los Angeles Times and Kickstarter actually ended up rescinding their unlimited vacation time policies following similar challenges.

    What turns this incredible perk into a bit of a landmine? A few elements:

    • A bias against vacation time: Americans are vacation-averse to begin with. 56% haven’t taken a vacation in a year, the average American employee only takes half of their days off, and 61% report working during vacations.
    • Decision fatigue: Because an unlimited vacation policy isn’t explicit about how many days off someone should take, we’re all mentally weighing each day and how it makes us look to others. That takes a lot of mental energy—so much so that we might end up choosing nothing.
    • “Superjobs” keep us motivated to work: We often talk about how work is pretty fun at Buffer. We have the privilege of what Bloomberg writer Megan McArdle calls “superjobs”: “The people who do these jobs have a very high level of commitment to their work, partly because the people who do them tend to be hard-working, and partly because being a successful professional is such a deep part of their personal identity and ethos.” That can make
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    Here’s Why Every Employee Should Have Unlimited Vacation Days

    5 min read

    Opinions expressed by Entrepreneur contributors are their own.

    Since 2004, Netflix employees have taken as many vacation days as they’ve wanted. They have the freedom to decide when to show up for work, when to take time off, and how much time it will take them to get the job done. As far as I can tell, this hasn’t hurt Netflix one bit. Since instituting the policy, it’s grown its market cap to over $51 billion.

    Just because there’s flexibility at Netflix doesn’t mean it lacks accountability. Employees have to keep their managers in the loop, and they’re expected to perform at a very high level. High performance is so ingrained into Netflix culture that they reward adequate performance with a generous severance package.

    Netflix employees have unlimited vacation because no one is tracking their time. Instead of micromanaging how people get their jobs done, the leadership focuses only on what matters—results. They’ve found that giving people greater autonomy creates a more responsible culture. Without the distraction of stifling rules, employees are more focused and productive.

    Related: How Successful People Beat Stress

    Why traditional vacation had to go 

    When Netflix still had your typical vacation policy, employees asked an important question:

    “We don’t track the time we spend working outside of the office—like e-mails we answer from home and the work we do at night and on weekends—so why do we track the time we spend off the job?”

    Management listened. They couldn’t deny the simple logic behind the question.

    Back in the industrial age, when people stood on the assembly line from 9 to 5, paying for time made sense. With advances in technology, however, that’s no longer the case. People work when work needs to be done, from wherever they are. There’s really no such thing as “after hours” anymore.

    We’re now operating in a participation economy, where people are measured and paid for what they produce. Yet, when it comes to time off, we’re still clinging to the vestiges of the industrial economy, where people were paid for the time they spent on the job. This is a huge demotivator. Netflix realized this, and it changed its policy to reflect the way that work actually gets done. 

    Brazilian origins

    While Netflix was one of the first notable American companies to take on an unlimited vacation policy, the idea didn’t start there. Brazilian company Semco has been quietly offering unlimited vacation for more than thirty years.

    After a health scare when he was just 21, Ricardo Semler, the son of the company’s founder, realized that the schedule he was keeping was slowly killing him, and that if it could kill him, then it could kill his employees too. So, he made the radical decision to do away with schedules, sick days, and vacation time.

    Contrary to the prevailing worry that productivity would plummet, Semler found that employees actually became more productive and fiercely loyal, and when the employees thrived, the company did,

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    The Surprising Benefits of Unlimited Vacation Policies

    Christopher Hanks, founder of the Entre­preneurship Center at Kennesaw State University in Kennesaw, Georgia, loves leading sessions about unlimited vacation. “It’s a fun seminar to do, because it’s never quiet,” he says. “Some business owners get really upset. Others are evangelistic. It excites so much emotion.” Unlimited vacation policies are still the exception, but the idea is spreading beyond its Silicon Valley roots. These policies can have unintended consequences, though. “People take less time off than before,” Hanks says. That’s not good news. Nielsen research shows employees who vacation are happier with their jobs, more engaged, and less likely to quit–or have a heart attack–than their non­vacationing peers. Those who skip vacations are also likelier to be depressed, and to dent office morale.

    Unlimited time off is becoming a requirement for some companies seeking top talent. “We were recruiting from other companies that had it,” says Margaret Wheeler, chief people and culture officer at Stitch Fix, which provides online personal fashion stylists. Stitch Fix switched to unlimited late last year. So far, Wheeler is pleased. “People responded really well to it, and it feels correct for us,” she says. Other small-business leaders agree that offering unlimited vacation time can be a great thing–if you do it right.

    Don’t leave people guessing.

    The marketing auto­mation company Sales­fusion launched its unlimited vacation policy in 2014. Some of its 72 employees, uncertain about how much vacation is too much, started taking less. So the company created an FAQ document to address issues like how much vacation to take at a time (two weeks max) and how to arrange that time off.

    “It really did help to provide folks something in writing they could review,” says CEO Carol O’Kelley. “If you stood up and said, ‘Does anyone have questions?’ you’d hear crickets.”

    Measure performance.

    Before offering unlimited vacation, you’d better have key indicators that tell you how well each employee is doing, Hanks warns. “If my vision is fuzzy, I can’t really hold you accountable,” he notes. “I’ll say, ‘You’ve been out of the office a lot. I feel like you haven’t been working hard,’ and you’ll say, ‘No, no–I’ve been up till midnight a lot of nights.'”

    Call legal.

    In some states, including California, these policies are challenging to establish for hourly employees, because vacation days are considered part of their pay. So some com­panies offer unlimited time off for salaried, “exempt” employees, and traditional policies for nonexempt workers. And offering unlimited time off means you need a policy that distinguishes vacation from maternity and medical leave.

    The CEO must go too.

    “Whether you see everyone around you, above you, and below you taking advantage of it is really what makes or breaks the program,” says Heidi Kim, senior product manager at Zest­Finance, an underwriting tech­ company with about 100 employees. “A policy on paper is meaningless.” Because ZestFinance’s leaders take time off, lower-level employees do too; about four to five weeks per year.

    Ban “working vacations.”

    If vacationing employees constantly check in

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    Recreation Unlimited

    Camp at Home

    Recreation Unlimited has not forgotten you.  Until we can get back to normal Recreation Unlimited camp activities, we wanted to bring to you some program ideas, that can keep you active in body and mind. We will continue to send you ideas during the COVID -19 crises.  Stay healthy and don’t forget to have fun! Hope to see you at camp soon!!  

    Edition 1 – Coloring Contest

    Click the link above to join in on the coloring contest. Email your finished product at info@recreationunlimited.org and we will share via Facebook. Have a great and safe day!!

    COVID-19 UPDATE 3/23/20

    Effective Friday, March 20th our offices at the Recreation Unlimited campus will be closed until April 6th (at this time) with only a very limited essential team members being on site intermittently per ODH order, utilizing all the safety precautions that have been recommended regarding social distancing, disinfecting, and health screening (including taking temperatures).  All other associates will be working remotely and if you need to reach our team for any reason, please call (740) 548-7006, (614) 578-4773 or email info@recreationunlimited.org.  We all hope and pray for a quick recovery and that our summer camp programs will be in place.

    Year Round Respite Weekend Camps Policy Update

    Recreation Unlimited Foundation and Recreation Unlimited Farm and Fun (Recreation Unlimited) understand the many benefits of the Respite Weekend Camp program for the individuals with disabilities and health concerns we serve, as well as the families and guardians who care for them.  However, the safety and welfare of our campers, associates and volunteers is of the utmost importance.  Due to updated CDC and Ohio guidelines, Recreation Unlimited, for the first time in history, has suspended the Respite Weekend Camps temporarily.  Determination for future Recreation Unlimited camps, including summer camps, will be made with updated information available at that time.  If you have any questions, please direct them to (740) 548-7006 or info@recreationunlimited.org.  Thank you for your continued support and understanding.

    Best Regards,

    Paul L. Huttlin

    Executive Director & CEO

    On Behalf of Recreation Unlimited

    Upcoming Recreation Unlimited

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    Recreation Unlimited

    Star Light, Star Night

    Wednesday, June 10, 2020

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    If you have questions or need additional

    information, please call (740) 548-7006

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